How EAPs Fit into Supervision

How EAPs Fit into Supervision

A supervisor referral is appropriate when your employee's performance problems continue despite your attempts to correct them in the normal process of supervision. Your employee may or may not have a personal problem, but the criteria for a supervisor referral exists --- a continuing performance problem.

A troubled employee is an employee whose personal problems interfere with job performance -- attendance, quality of work, behavior, attitude, or availability.

Refer employees early before problems become severe and your relationship with the employee deteriorates. Don't ignore a developing performance problem. Don't fear that your employee will be insulted by a supervisor referral to the EAP.

A supervisor referral is based upon job performance issues. It is not based upon the supervisor's belief in the existence of a personal problem. A personal problem may exist, and symptoms of it may appear obvious, but the rationale for supervisor referral to the EAP is always based upon legitimate concerns of the employer -- performance problems.
Some employee problems and experiences at work may meet the criteria for immediate referral to the EAP (inappropriate behavior, violation of the drug and alcohol policy, violence, sexual harassment). Others may warrant a strong suggestion of self-referral -- (being affected by a critical incident, death of a coworker, etc.).
It is reasonable for a supervisor to encourage an employee to use the EAP as a self-referral if the employee discloses personal problems. This helps you avoid becoming involved in the employee's personal problems. (This is not a supervisor referral.)

It's True!

If you enable an employee with a performance problem, a personal problem may grow worse, and it may become more difficult to treat. Refer employees early before performance problems, personal problems, and your relationship with your employee grow worse.

A supervisor referral is not a casual conversation. It is a formal step in attempting to correct performance. It includes: 1) telling your employee you are making a supervisor referral to the EAP and why; 2) communicating the nature of the performance issues to the EAP in writing; and 3) asking the employee to sign a release so you will have information about participation and follow-through with the EAP and its recommendations, not personal information.